Item A: Eugene Police Department Strategic Plan

Home Browse Search

evaluation and consideration in the development of a new promotional process for the future. Develop a new personnel evaluation process ? A new evaluation process is needed to transform the annual process into a more productive and effective experience. Many employees do not have a current evaluation on file and with out of date or inadequate evaluations; the opportunity to set individual goals with employees is missed. A lack of consistency between team expectations for day-to-day performance and the check lists on the forms for which an employee is evaluated create confusion. Research to evaluate successful programs in use by other law enforcement agencies may help guide changes to the current system or the development of a new system for personnel evaluation. The Police Commission identified an Early Warning System (EWS) as a possible future evaluation component based on its review of similar systems in other cities. An EWS will be evaluated and considered in the course of this initiative. This initiative will be coordinated with Central Services (HR). Until a new evaluation process can be developed, EPD will continue to monitor and adjust its personnel evaluation process to attempt interim improvements. Develop new multi-track in-service training program ? In-service training presently refers to any training generally applied to personnel regardless of assignment. It often results in mandatory training appearances with little relevance to an employee’s position. ICMA-PERF recommended a two-track system of mandatory and job-specific training. This initiative further expands this concept to recognize (1) mandatory certification training required for all employees of a particular classification, sworn police officers for example; (2) assignment-specific basic training required to perform in a specialized position; (3) proficiency skills update training that may vary from assignment to assignment; and (4) general, elective staff development. A project team will be assigned to develop such a comprehensive, multi-track in-service training program for the EPD and its personnel. Develop and implement a comprehensive recruiting strategy ? The police department currently uses a police officer recruiting process with a single, annual recruit hiring and training plan. The focus of hiring has been for entry level police officers. The police department, with the assistance of HRRS, will develop and implement an ongoing recruitment and training strategy that permits multiple hiring processes for smaller numbers of officers, multiple times per year and in consideration of the city’s affirmative action plans and policies. One of EPD’s strengths is the use of “ad hoc” teams to deliver needed services where a full-time team is unwarranted. The initiative will result in the development of a formal, ad hoc (intermittent) recruiting team as part of a budgeted recruiting program. Recruiting strategies would follow basic professional standards for best recruiting practices and the planning team will include personnel from Central Services (HR).